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Employment History Verification

Employment history verification is an important part of any hiring process. Simply put, it’s exactly how you make sure the person you’re hiring has the experience they say they do. But there are different ways to process one.

Below, we’ll outline different methods of obtaining verification, and highlight how much information other employers can release – along with what you’re entitled to receive, so you can make sure you’re getting the complete story.

Manual Verification

The most basic way to verify employment history is to do it all yourself. If that doesn’t sound like a whole lot of fun, you’re probably onto something. It can be a long and surprisingly expensive process, but learning how it works the old-fashioned way is a good baseline for understanding how any verification process really works .

To run a manual employment history verification, you simply have to use the resume your candidate submits – however, it might make life a whole lot easier if you provide additional forms for your candidate, so they can write the full and most up-to-date contact information for all previous employers. Once you have this, you can proceed to call or email these employers on your own, and confirm the dates and job titles listed by that candidate.

This can all get complicated rather quickly. There’s no way of knowing how long it might take for these employers to respond, and some may no longer exist. Even worse – many still require your request for information to be faxed – not emailed but faxed – along with a signed authorization to release that information.

On top of this, a large number of employers, especially large-scale ones, only respond through their own third-party verification channels. You’ll need to set up an account with each verification service you have to go through, and pay their individual fees to access what you’re looking for. Some services can charge as much as $75 per request, which adds up quickly when verifying a deep resume.

Streamlined Verification

Going with your own third-party service is a great way to speed employment history verification up, and lighten your workload significantly. PeopleG2 offers expedient verification services, and can automate a tedious process, while confirming the results with knowledgeable & dependable human eyes.

PeopleG2 also allows you to conveniently fold any employment history verification into your overall background check process, and deliver the results to you via a mobile app. Our software is primed for integration with all of the country’s top applicant tracking systems, allowing for convenience at every step of the digital process.

If you opt to use PeopleG2 or any other convenient, third-party solution, however, transparency with your candidate remains critical. Make certain that they’re aware of the screening process ahead of time, and have the contact information of the service provider you’re using. This step is a vital FCRA guideline, and violating it can lead to serious consequences.

The Results Are In

So what exactly is on the report you’ll be getting back, and how far back does it reach? According to the FTC, employment verification is a neutral request, meaning there’s no limit to how far back you can comb. You can pull up a candidate’s teenage summer job, in theory. In most cases though, you should only be concerned with their last 2-5 companies, and the positions they worked there.

Any gaps in work history should be carefully examined. In all likelihood, the candidate themselves will explain the gaps before you even seek to verify, but if not, you should be prepared to follow-up. A candidate should always be given the opportunity to explain discrepancies themselves before you take action, or again the legal consequences can get justifiably dicey.

As far as the information gathered on your candidate at each job, much is dependant on the former employers, but you can request & receive details on:

  • That candidate’s position & where legal, their pay
  • Length of employment
  • The reason they left their position
  • Overall performance
  • Their conduct, including accolades or disciplinary measures

Wrapping Up

Beyond the information listed above, varying laws will dictate what you’re entitled to receive. If you’re conducting the search manually, there’s a greater chance that you overstep your legal bounds. Make sure you’ve also hired a trusted council that knows federal, state and local regulations inside & out.

Again, however, if you’re working with PeopleG2, or any other company you trust, you’ll be in a much safer position to request only what you’re allowed, and to protect yourself on matters of liability. Reach out to us today to learn more, and to make your own employment history verification faster, easier & a lot more reliable, so you can get all the information you need to make your decision, and nothing you don’t want.

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